ch.6

Content validation studies: a. examine whether behaviors and skills tested closely represent behaviors and skills used on the job b. examine test items to ensure that they measure what they purport to measure and do not include irrelevant or biased questions c. demonstrate a statistical association between test performance and job performance

a

Employers must show that a scored test is job related and consistent with business necessity: a. only if the test is having discriminatory effects b. any time that a test is used c. only if content validity cannot be established d. only if criterion validity cannot be established

a

Which of the following is NOT a medical exam? a. a physical fitness test b. an HIV test c. a test to check for the use of alcohol d. a vision test analyzed by an opthamologist or optomoetrist

a

You have just concluded an employment interview with an applicant you like, who is qualified for the inside sales job you have been interviewing for, and have made a conditional offer of employment. You tell the applicant that you want her to take a medical exam, and if she passes, she has the job. She is at first obviously happy and seemingly relieved, but then breaks down in tears. She tells you that a medical will show that she is HIV positive. What should you do? a. Tell her not to worry, and that if she otherwise passes the medical exam, she has the job b. Tell her that you're sorry to hear about her affliction, and obviously, you cannot hire her c. Report her to the County Health authorities

a

About half of the states have drug testing laws, some of which: a. prohibit blood testing b. require testing of certain employees, or under certain conditions c. regulate more fully random drug testing d. address post-accident testing

a

Drug testing may include samples of all of the following EXCEPT:​ a. ​blood b. ​saliva c. ​hair d. ​fingernails

d

The Drug Free Workplace Act requires that: a. employees must be drug tested at the time of hire and whenever there is reasonable suspicion of drug use in the workplace b. employers must develop and communicate polices prohibiting drug use, possession, or sale in the workplace c. employers must terminate all employees who are found more than once to be using drugs in the workplace d. employees must be drug tested and fired if they test positive

b

Which of the following is considered a medical exam under the ADA? a. drug test for illegal substances b. genetic test c. physical fitness/agility test d. vision tests for ability to read or recognize objects

b

Which of the following is true regarding medical exams under the ADA? a. all medical exams must be voluntary b. medical exams conducted following conditional offers of employment may see medical information that is not job-related c. only if an employee's condition makes him a direct threat to himself or others can he be denied an employment opportunity based on a medical exam d. people who are disabled or look disabled may be singled out to receive medical exams based on their condition

b

You are in the process of revising your pre-employment tests, as your current test is out of date, and may have discriminatory effects. A new company offering a pre-employment test has given you a sample of their test, which they tell you has had great success in screening to acquire only honest employees. Applicants are to agree or disagree with several statements, including this one: "I believe God wants us to conduct ourselves with honesty in all things, including at work." Which of the following statements is most correct? a. The test will have no discriminatory effect, and will successfully screen for honest employees b. The test may have a discriminatory effect, and should not be used c. You should wait to see how the test performs for other companies, so that you can decide whether or not to adopt it

b

For union employers, drug testing is: a. prohibited b. permitted only under certain conditions c. a subject of mandatory bargaining

c

Regarding drug tests, which of the following statements is NOT true? a. the employer must perform a second confirmatory test if requested by the employee b. the employer must allow the employee access to samples so that the employee can have her own test done c. the employer must begin the test again with a new sample d. the employee must be provided with notice that drug testing is required

c

To determine if a scored test is having discriminatory effects: a. see if the number of women and persons of color hired is at least four-fifth's of the number of white males hired b. see if the proportion of women and persons of color hired is roughly equal to the proportion of women and persons of color in the relevant labor market c. compare the pass rates for different protected class groups and see if the pass rate for any group is less than four-fifths of the pass rate for the most successful group d. compare the number of persons from different protected class groups that pass the test and see if the number of persons passing for any group is less than four-fifth's of the number for the most successful group

c

Which of the following is NOT true regarding the Employee Polygraph Protection Act? a. ​it applies to voice stress analyzers, mechanical and electronic truth determining devices as well as polygraphs b. ​it only applies to private sector employers but not to governmental agencies c. ​it prohibits the use of polygraphs by private sector employers for any reason d. ​it does not apply to, or prohibit, pencil and paper honesty tests

c

You are the HR Manager of your firm, and you pride yourself on being up to date with legal requirements, and on the cutting edge of your field. You've just gotten a mailer about a new test kit which would perform genetic testing by pricking a finger, dripping the blood sample onto a tab, and mailing it in to a lab. You think how this could be applied to your employees and applicants, and what you might be able to save on health insurance costs. What should you do? a. Order a gross of the genetic testing kits as soon as possible. b. Call the company attorney to ask how you could test the entire staff without their knowledge c. Throw the mailer in the trash; it's use in this context would be illegal

c

Your firm's lunchroom has been a congenial gathering place for employees while they are taking their lunch breaks, but lately, lunches that employees have brought from home and put into the refrigerator in the morning have disappeared by lunch time. This has happened several times, and the employees have now started to accuse one another of stealing lunches. Morale has fallen, and you must do something. Of the following, which is your best option?​ a. conduct polygraph tests of all of the employees​ b. ​conduct polygraph tests of all employees who use the lunchroom c. ​install a video camera, and train it on the refrigerator in the lunchroom d. ​prohibit use of the refrigerator by anyone

c

A criterion validation study need not: a. be based on a thorough job analysis b. include a representative sample c. demonstrate a statistical association between test performance and job performance d. measure the skills required for the job

d

Drug testing laws, both state and federal, require that: a. employers use due care in conducting tests and handling samples b. employers refrain from drug testing unless required by law c. employers routinely drug test all employees d. none of these are required by both state and federal laws

d

Of these outcomes, which is LEAST likely for a positive drug test? a. a confirmatory test b. a chance for the employee to explain the results c. an offer to participate in a substance abuse program, if appropriate d. immediate termination from employment

d

Which of the following statements is most correct about the legality of drug testing?​ a. ​drug testing will usually be upheld, provided that the employer had reasonable grounds for suspecting that the individual employee was under the influence of drugs b. ​drug testing will usually not be upheld if it is legally challenged c. ​drug testing will be upheld for private sector employees, but not for public employees d. ​drug testing will usually be upheld, but random testing procedures are the most susceptible to challenge

d

A "medical examination" is any test that requires a doctor. a. True b. False

false

A discriminatory test may never be used. a. True b. False

false

Content validity is demonstrated when people who are doing the job well pass the test required for those who are applying for the job . a. True b. False

false

The Fourth Amendment to the U.S. Constitution prohibits drug testing, as it is an unreasonable search and seizure. a. True b. False

false